How do you continuously develop your HR team?

Mentoring and coaching Training and exposure to various types of situations Building personal objectives that align with unit’s objectives and the organization’s objectives Career conversations to ensure knowledge of aspirations and having a professional development plan Some of my ideas to support growth and success!

Regular training, fostering a learning culture, providing challenging assignments, offering constructive feedback, and encouraging knowledge sharing among team members.

Continuously developing an HR team involves a multifaceted approach that focuses on enhancing their skills, knowledge, and overall effectiveness. Here are several strategies: • Ongoing Training and Development • Cross-Functional Training • Mentorship and Coaching • Encouraging Innovation and Creativity • Performance Feedback and Appraisals • Knowledge Sharing and Networking • Leveraging Technology • Promoting Work-Life Balance • Leadership Development • Diversity and Inclusion

Using psychometrics is a great way to assess where competencies are lacking in your team, and with the results, you can create a learning and coaching plan to help them close these competency gaps and develop their skills. This also means that you need to provide them with opportunities in their role to use what they have learned. If you are stuck on where to turn for excellent psychometric assessment, you can try the DISC assessment, or Saville has a comprehensive list of assessments for developing people in your team. This is also an excellent opportunity to create a career map to move them forward.

Here are some steps to build a strong HR team: 1. Define Clear Roles and Responsibilities of each team Member. 2. Hire the right talent for the right job 3. Invest in ongoing training and development for your HR team 4. Appoint a capable HR leader who can guide and inspire the team. 5. Foster a culture of collaboration within the HR team. 6. Aim for a diverse team with a range of HR skills and specializations. 7. Empower your HR team to make decisions and take ownership of their projects. 8. Provide your team with the necessary HR technology and tools 9. Alignment with Organizational Goals 10. Continuous Improvement 11. Feedback and Performance Management 12. Employee Engagement 13. Ethical and Legal Compliance 14. Adaptability 15. R&R

In HR, the best way to learn is from each other. There are not really many manuals, work books or step by step guides for the things we do. Collaborating, bouncing off each other and learning from each others experiences (and mistakes) is the best learning you will get in your HR role and within an HR team!

I have found it helpful in my career to ask my team what ways they prefer to learn and let them do the research, and then we can always come together to discuss what they learned and how or where they turned to learn it. This is a great way to share resources as a team. My team and I use Huler as our resource hub, but I know there are many more ways to share resources.

To continually enhance my HR team's capabilities, I suggest implementing ongoing training initiatives, cultivating a culture of continuous learning, organizing skill-enhancement workshops, and encouraging regular feedback and performance assessments. Staying abreast of industry trends and adopting relevant technologies is vital for maintaining the team's skill set and ensuring sustained professional development.

As you look for diverse opportunities, consider the program offerings from HR Associations. They often offer free webinars for learning. Other resources such as LinkedIn learning and external course providers may have reasonably economical programs in various areas. Also consider hands on learning by allowing team members to cross train. In addition to building capacity in your team, you are developing your employees more fully as HR professionals.

Diverse learning means generating new perspectives . . . HR is a service-related discipline, ensuring members of an organization feel genuinely wanted and cared for. Most of that translates as talent acquisition, payroll, benefits, discipline, etc. But to truly add value to one's employment experience you must first see the world from their perspective. I do exercises that parallel our own customer services experiences, exploring what drives our choice of a product or brand, and then what makes us want to come back. Take that same philosophy and apply it to HR: how can you make someone feel good about choosing your organization, and feel like coming back again, and again. Works wonders in strengthening relator skills.

Finding the time for ongoing learning and development is probably the biggest challenge for busy working professionals. It helps if leaders model a culture of continuous learning and reflection for their teams. And remember, formal learning opportunities are just one small piece of the puzzle- often the most important learning happens on the job. Seek out opportunities to learn wherever you can, whether it’s through a stretch project or other type of growth opportunity that’s in the flow of work.

A continuously evolving HR landscape calls for an equally agile HR team. To ensure your team stays ahead of the curve: - Embed a culture of ongoing learning. - Recognize and reward learning initiatives. - Make professional growth a KPI and offer incentives! Promotions, bonuses, or even educational subsidies. - Align learning rewards with broader business objectives, creating a win-win for individual and organizational growth. By recognizing the value of new skills and knowledge, you enhance your team's capabilities and instill a sense of individual purpose. This way, you build a resilient, adaptive, and engaged HR team.

I suppose my reflection here is to be comfortable that things will change. The direction needed will change, the energy and skills to do that will change so in turn, your strategy and approach will have to change and shift. Think Agile but with a "small a" - learn from the work and shift to the next best step

Diff. type of learners in org. 1. There are people in organisations, who aspire mega roles , hence they continuously learn to fit in the future shoe 👞 they are smart people/ walking on right footpath. 2. There are people in organisations, who never stops learning, no matter what happens, they learn relevant and random things 🛺, they need your help/ call out not to go for random learning options. 3. There are people in organisations, who starts learning when there is any mandate from boss 🤲. Tell them to apply your learning in action, give them action projects. Treatment differs with disease. L&D People must map learning styles of individuals accordingly they can prescribe ( but with better handwriting please ,not like docs). ✌️

One of the best ways I have found to continually develop our HR team is to immediately apply what I have learned at an event by sharing the learning with others. This way, not only do I benefit from the learning but the whole team does! Bonus: I reinforce my own learning and get different perspectives!

The development of HR team is a must for any organisation and to continuously develop your HR team, you can use some of the following strategies: • Provide opportunities for learning and development. • Recognize and appreciate your HR team. • Encourage collaboration and teamwork among your HR team. • Share your organization's vision and performance with your HR team. • Include your HR team in decision making and goal setting. • Provide competitive compensation and benefits. These are some of the ways you can continuously develop your HR team and enhance their motivation, satisfaction, and loyalty.

HR are business partners first and foremost. To develop your HR team, first, coach them on how to diagnose and focus on the needs of their internal customers. That, really, should form the basis of their own developmental needs

Grow with the business. Are we as HR professionals paying attention to the ways our people are being asked to develop? Are we telling people but not doing it ourselves? Invest in coaching for HR. Sr. Leaders make it a priority to measure how your HR teams are growing - business acumen, emotional intelligence, wellness, etc. Listen to what HR folks are asking for and make it a point to give it to them - time, resources, coaching, support, etc. this will multiply their development.